At NOVA Mapo, we believe in recognizing and rewarding the hard work and dedication of our employees. Our Promotion Policy outlines the criteria and process for advancement within the company.
Eligibility
Employees are eligible for promotion consideration based on their performance, skills, qualifications, and alignment with company values. Promotion opportunities are available to all employees, regardless of their tenure with the company.
Performance Evaluation
Promotions are based on merit and performance. Employees undergo regular performance evaluations, during which their supervisors assess their contributions, achievements, and potential for growth. Performance evaluations serve as a key factor in determining eligibility for promotion.
Skills Development
We encourage employees to continuously develop their skills and knowledge to enhance their chances of promotion. Training programs, workshops, and professional development opportunities are available to support employees in their career advancement journey.
Internal Job Postings
Promotion opportunities are communicated through internal job postings, allowing eligible employees to apply for available positions within the company. Internal candidates are given priority consideration for promotion before external candidates are considered.
Fair and Transparent Process
Our promotion process is fair, transparent, and free from bias or discrimination. Decisions regarding promotion are based solely on merit and aligned with company values. Employees have the right to request feedback on their promotion decisions and are encouraged to discuss their career goals with their supervisors.
Career Pathing
We believe in providing employees with clear career paths and opportunities for advancement. Our HR team works closely with employees to identify their career goals and aspirations and develop personalized career development plans to help them achieve their objectives.
Continuous Improvement
We regularly review and update our Promotion Policy to ensure that it remains fair, equitable, and aligned with best practices. Feedback from employees is welcomed and considered in the ongoing improvement of our promotion processes.
At NOVA Mapo, we are committed to fostering a culture of growth, development, and opportunity for all employees. Our Promotion Policy reflects our dedication to recognizing and rewarding talent, while providing employees with the support and resources they need to succeed in their careers.
Promotion Timeline at NOVA Mapo
At NOVA Mapo, promotions are an important part of our commitment to recognizing and rewarding the contributions of our employees. Our promotion timeline outlines the typical process and duration for promotion consideration:
Performance Evaluation Cycle
Promotions at NOVA Mapo typically coincide with our regular performance evaluation cycles. These cycles occur annually or semi-annually, depending on the department and role within the company. During performance evaluations, supervisors assess employee performance, achievements, and potential for growth, laying the foundation for promotion consideration.
Internal Job Postings
Following performance evaluations, eligible promotion opportunities are communicated through internal job postings. These postings are typically open for a specified period, allowing interested employees to apply for available positions within the company. Internal candidates are given priority consideration for promotion before external candidates are considered.
Review and Selection Process
Once the internal job posting period closes, applications are reviewed by a designated promotion committee or hiring manager. The committee evaluates candidates based on their qualifications, performance evaluations, skills, and alignment with company values. Shortlisted candidates may be invited for interviews or additional assessments as part of the selection process.
Promotion Decision and Notification
After thorough review and consideration, promotion decisions are made based on merit and performance. Successful candidates are notified of their promotion status and provided with details regarding their new role, responsibilities, and compensation package. Employees who are not selected for promotion may receive feedback on areas for improvement and opportunities for future consideration.
Transition Period
Promoted employees typically undergo a transition period to acclimate to their new roles and responsibilities. During this time, they may receive additional training or support to ensure a smooth transition. Supervisors and HR representatives are available to provide guidance and assistance as needed.
Ongoing Feedback and Support
Following promotion, employees receive ongoing feedback and support to help them succeed in their new roles. Performance expectations, career development opportunities, and goals are discussed regularly to ensure continued growth and success.
At NOVA Mapo, promotions are a testament to our commitment to fostering a culture of growth, development, and opportunity for all employees. Our promotion timeline provides a clear framework for promotion consideration, ensuring fairness, transparency, and accountability throughout the process.
If you have any questions or would like more information about our Promotion Policy, please contact our HR department: hr@novamapo.com
